Employee Relations Manager
Resume:
SKILLS
Team Building, Training, Leadership, Soft Skills, Managing Expectations, Bridging Gaps Between Upper Management and Direct Reports
OBJECTIVE
Training and People Development Manager
To improve the productivity of employees and create a framework for a company wide training program. To actively search, creatively design, and implement effective methods to educate, enhance, recognize performance, and align the company’s Learning and Development strategy with the organization’s strategic goals.
EXPERIENCE
Senior Director Of Charter Sales and Recruiting at Bauer's IT
May 2018 - Present
Experienced Senior Sales/Recruiting Director with a demonstrated history of training and managing teams.
Managed the human resource and recruiting responsibilities for a 500-person management and labor operation, including tracking employee evaluations, compensation reviews, staffing reports, and benefits for an office of 25 individuals
Designed, planned, implemented, and managed firm-wide programs including selection, recruiting, training, staffing, and staff development processes
Established metrics including candidates sourced, candidates’ screens, interviews, time to hire, and many other key metrics to the organization
Drove end-to-end onboarding cycle: employee relations performance discussions and terminations; executed career coaching and exit interviews; assisted in internal transfers and relocations.
Designed and implemented training programs, performance excellence, SMART goals, Strategic Planning, Team Building, and Calibrations
Managed a team of 7-14 team members both onsite and offsite
Managed a portfolio of $1.4M which included 100% service delivery and resource planning
Led team engagement meetings regularly in order to understand their needs and concerns
Performed MIS (management information system) reporting, maintained and presented quarterly/annual reports to the senior management expectations
Hillcrest Blvd
Millbrae, CA
adhhi1@r.postjobfree.com
www.linkedin.com/in/candice-schuster-91a9b8167/
Twitter handle
@boobercouture
VOLUNTEER EXPERIENCE OR LEADERSHIP
Home and Hope Burlingame
Volunteer Support
2010 – present
Helping homeless families with meals and shelter
Regional Learning and Development Consultant
Avis, Budget and Zip Car
2012 – 2015
Developed and implemented employee training for three brands for a diverse multi-national corporation
Developed training plans and programs to enhance employees’ knowledge
Trained, coached, and mentored employees in three regions throughout the United States
Improved customer experience and bottom-line revenue through effective and data driven employee training and effective results-based methodologies
Collaborated cross-functionally with a diversified workforce and across multiple stakeholders and departments
Responsible for talent acquisition for experience candidates, averaging 20-30 candidates within a pipeline, related to central and western regions
Defined and implemented performance metrics for recruiting team, turning the teams focus from inbound active candidates to outbound passive candidates
Developed strong, reliable recruiting vendors & an internal recruiting team
RPO (Recruitment Process Outsourcing) Model
Managed process expectations and relations with recruiters and clients
Created Recruiting Strategies
Handled recruiters hiring needs on a day to day basis
Managed vendor relationships and internal recruiting team
Served as a project Manager for recruiters having global presence & also domestic clients
Managed a team of recruiters and sources that focus in hiring for several in house managed services as well as external consulting roles
Re-evaluated and adjusted sourcing strategy and tools for the company
Developed internal training for recruiters, administrative recruiters and sources
Practice Lead
Banfield Pet Hospital 2015-2018
Maintained the recruitment pipeline, training and development of employees of a small hospital
Resolved development and training issues by proactively working with staff
Trained staff and increased Incremental Revenue by 4% on ancillary products
Drove process improvement allocating resources basic skills/abilities/requirements to get the maximum output from trqining
Performed thorough analysis of the trqining experience and improved candidate NPS
Consulted proactively with leadership to ensure the training aligned with company needs and growth plans
Implemented new training model that resulted in a quarter over quarter increase in performance and saving the company in costs
EDUCATION
SCHOOL OF INDUSTRIAL AND LABOR RELATIONS, HUMAN RESOURCE STUDIES CERTIFICATION, 2008
Cornell University
Contact this candidate